# Which talent assessment platform actually holds up for enterprise-scale hiring teams?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Trying to figure out which <a class="a a--md" elv="true" href="https://www.g2.com/categories/talent-assessment-software">talent assessment</a> tools genuinely scale past a few hundred employees versus the ones that start creaking once multiple business units, regions, and hiring managers are all touching the same platform. Curious what people running assessment programs at bigger orgs have actually seen hold up in practice.</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/infor-talent-science/reviews"><strong>Infor Talent Science</strong></a>: Enterprise reviewers say it creates consistency across a lot of different hiring managers using behavioral assessments and structured interview guides. A few also mentioned strong candidates occasionally scoring lower than expected, so teams still balance it with recruiter judgment.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/the-predictive-index/reviews"><strong>The Predictive Index</strong></a>: Used across large teams for hiring alignment and team dynamics, with reviewers calling it their "common language" for how people work. Downside mentioned a few times is that it doesn't integrate directly with most ATS platforms, so pulling reports for many hiring managers takes extra manual steps.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/imocha/reviews"><strong>iMocha</strong></a>: Reviewers at bigger companies like that it scales across large candidate pools with customizable tests and detailed reporting. New admins do mention a learning curve during setup.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/clevry/reviews"><strong>Clevry</strong></a>: Enterprise users like combining personality, cognitive, and judgment assessments into one report that gets reused across recruitment and development. Team-level reporting can be limited depending on language or report type though, which sometimes means relying on the helpdesk.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For those running this across multiple business units, did you standardize on one platform company-wide, or let each region pick its own? And has anyone found a decent workaround for the ATS integration gaps a few of these reviews mention?</p>

##### Post Metadata
- Posted at: 4 days ago
- Author title: SEO Content Specialist
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;Most large orgs I&#39;ve come across land on standardizing company-wide once they&#39;ve actually tried the fragmented route, since letting each region pick its own tends to make it impossible to compare candidates or track hiring outcomes consistently across the business. On the ATS gap, the workaround people describe is usually a manual export-and-upload step at key stages rather than anything automated, someone owns pulling the report and attaching it to the candidate record, which isn&#39;t elegant but keeps the data connected without waiting on a real integration to exist.&lt;/p&gt;

##### Comment Metadata
- Posted at: 4 days ago
- Author title: SEO Content Writer





## Related discussions
- [How well does Trello scale into a larger team?](https://www.g2.com/discussions/1-how-well-does-trello-scale-into-a-larger-team)
  - Posted at: over 13 years ago
  - Comments: 6
- [Can we please add a new section](https://www.g2.com/discussions/2-can-we-please-add-a-new-section)
  - Posted at: over 13 years ago
  - Comments: 0
- [Quantifiable benefits from implementing your CRM](https://www.g2.com/discussions/quantifiable-benefits-from-implementing-your-crm)
  - Posted at: over 13 years ago
  - Comments: 4